Introduction UPDEAS mandate, which is to be the primary catalyst - - PowerPoint PPT Presentation

Absenteeism management Absenteeism management

Pres Presented at the 15 ented at the 15th

th UPDEA Congress, Ghana, Accra

UPDEA Congress, Ghana, Accra By: Mme Liz Thebe, Generation Human Resources By: Mme Liz Thebe, Generation Human Resources

Introduction

• UPDEA’S mandate, which is to be the primary

catalyst in the realization of access to electricity for all people’s of Africa,

• Human Resources Capabilities, commitment to

deliver

• The theme of this paper is therefore a “ a

choice between HR strategies, appropriate cultural, structural and behavioural strategies to address direct labour costs and improve efficiency- as a means to reducing cost

• f production, transportation and delivery of

electricity

Contents

• Human Resources contributions to wider
• rganizational goals
• Managing HR to deliver strategic goals
• Absenteeism management as a typical

example of reducing HR cost of producing electricity

• Tools to manage absenteeism.

Human Resources contributions to wider goals

• Management of Human Resources to

– reduce direct labour costs – or improve efficiency

• Consequently leading to reduced
• perational costs

– Which leads to low cost electricity production, transportation and delivery.

Managing HR to deliver strategic goals

• Critical HR activities at different organizational

stages include mainly: – Recruitment, selection and staffing – Compensation and benefits and COS.

• Performance management

– Employee training and benefits – Employee Relations.

ABSENTEEISM MANAGEMENT

What is absenteeism

• Absenteeism is whenever an employee

does not attend work and non attendance is neither scheduled nor pre- arranged.

• Consequently time away from work as a

result of any form of leave, prolonged sickness, a formal suspension, etc., (all

• f which is planned in advance)is not

classified as absenteeism. If absenteeism is regarded as any failure to report to work or remain at work as scheduled, it is

• bvious what a disruptive effect such unplanned

absenteeism can have on the functioning of

• rganizations. Excessive absenteeism can

significantly reduce the productivity of an

• rganization and in the long term also affect its

profitability and threaten its survival.

Studies on absenteeism

According to a Unscheduled Absence Survey conducted by CCH Inc. (1988).

• Unscheduled absenteeism by US workers

reached the highest level in seven years,

• The overall rate of unscheduled absenteeism

increased by 25% and average cost increased by 32% from $572 per employee in 1997 to $757 in 1998 (HR Focus, 1999).

• United Kingdom: cost of unscheduled

absenteeism to the economy is put at £11 billion.

• In France 4.5% of the total available working

days were lost in 1996 as a result of absence (Industrial & Labor Relations Review, 1999).

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A South African Study

• A study was conducted in South Africa to investigate, examine

and understand factors that contribute to and ensure wellness at work for continuous effectiveness and growth.

• Exhaustion was positively related to cynicism.
• Only active coping was positively related to

professional efficacy

• Electricians showed a higher level of cynicism than

engineers and technicians

• Employees working in field services experienced

higher levels of cynicism compared to the electricity delivery and network services

Model of attendance Model of attendance

Model of factors and sub-factors that could possibly influence attendance

DEMOGRAPHIC FACTORS:

• Grade/band
• Race
• Gender
• Age
• Length of service
• Number medical dependants
• Marital status
• Shift work
• First language
• Highest educational qualification
• Union membership
• Place of work
• Travel mode to work
• Time to get to work
• Type of accommodation
• Travel for work purposes
• Victim of crime/ violence
• Number of times a doctor/traditional

healer was consulted

• Chronic disease

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• Remuneration

Promotion The job itself

• Co-workers

Supervisors

• Needs

Aspirations

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Managing Absenteeism

• BIOKINETICS

Physical Rehabilitation Physical Assessments and Profiling Preventative Medicine

• OCCUPATIONAL HEALTH

Physical Wellness Curative and preventative services

• EAP

Counselling Training and Education

• SPORT AND RECREATION

Social Wellness Sports Interventions Stress Management

• WELLNESS

Programmes for Spiritual Wellness Values Ethics at work Wellness Training and Education

• HIV/ AIDS

Training and Education Preventative and awareness programmes Treatment

Focus on “people” Focus on “people”

Strategy Strategy

Shared Shared Values Values

Style Style Super Super vision vision Systems Systems Skills Skills Staff Staff

Creating An Environment For People To Have Passion For Work

➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ ➨ Understand the context in which our people work

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Is the context conducive to someone giving of his/her Best??

GENERATION PICTURE OVER A PERIOD OF 3 YEARS

0.02 0.04 0.06 0.08 0.1 0.12 0.14 0.16 0.18 2001 2002 2003 2004 2005(Mar) AFR Target

“A healthy and productive workforce produces healthy financial results” I am an AfriCAN working for Eskom’s strategic intent “an energy and related services AfriCAN company with a Global stature”. Thank You.